In my career, I’ve often been the only woman in a room full of men, a situation all too common in tech-related fields. From the start of my engineering journey, I was among a handful of women in my graduate program. This trend continued when I began my first software engineering job as the only woman on my team, and eight years later, I remain a minority in the tech world.
Women currently comprise about 35 percent of the technical workforce. This statistic highlights the ongoing challenge of gender disparity in tech, where women have historically been underrepresented. And the gap becomes even more pronounced in leadership roles, with women making up only about 25 percent of CEOs in the technology sector, according to one report.
While the gender gap remains, many women have successful careers in tech. With these five actionable tips, women can take charge and own their space in the engineering world.
Negotiate Your Compensation with Confidence
Women engineers in the United States earn about 10 percent less than their male counterparts in similar roles. When I started my career, I believed that as long as I worked on solving the problems I enjoyed, my compensation didn’t really matter. But over time, I realized this mindset is flawed. Compensation isn’t just about money. It reflects your value and contributions to a company.
Salary negotiation can feel daunting, especially if you feel uncertain about what’s fair or struggle to articulate your worth. But this is your chance to own your value.
The first step in negotiating your salary is learning your market value. Websites like Glassdoor and Levels.fyi provide salary insights based on data from employees in similar roles. They’re excellent starting points to get a sense of base salaries, bonuses, stock options, and other compensation factors.
Your network can provide another valuable source of information. Ask trusted friends or colleagues working at similar companies what someone with your experience would typically be paid. Phrasing the question as a hypothetical avoids putting anyone on the spot to disclose their salary, while still giving you helpful information. Once you clearly understand your market worth, you are in a solid position to negotiate your compensation, whether switching jobs or discussing a raise with your current employer.
If you are in the midst of a job switch and have received an offer, you’ve already proven your value to the new company. The hiring team has invested significant time and resources in the interview process and is eager to bring you onboard. They’re often willing to negotiate at this point, but it’s essential to know when you have leverage. One of the best times to negotiate is when you have more than one offer or are approaching the final rounds of interviews with other companies. This creates a healthy competition for your skills.
There are also ways to prepare if you’re approaching a compensation cycle in your current company. Start early: Begin conversations with your boss three to five months before you expect changes, as compensation is often finalized months ahead. You should also know your company’s policies; some employers may increase salary, while others focus on benefits or long-term career growth. Compensation isn’t just salary—stock and bonuses also matter. When you’re ready, talk to your manager confidently and with the right data. A good manager will appreciate your asking for what you deserve.
Postdoctoral researcher Caitlin McCowan adjusts a customized scanning tunneling microscope. Craig Fritz
Don’t Attribute Your Success to Gender
When organizations are committed to advancing diversity, studies suggest that the public tends to perceive women’s promotions as driven less by their intelligence and effort, and more by their gender. If those perceptions also prevail within their company, women might be told they have an unfair advantage. These types of remarks can make it easy to start questioning, for example, whether you have truly earned a promotion.
If you’re encountering such attitudes, you can instead embrace your accomplishments and take ownership of the work that led to them. Keeping a “brag list” to record your achievements and strengths can serve as a reminder of your true capabilities. This list can include concrete results or milestones you’ve reached through effort and skill, as well as personal qualities that contribute to your success.
Creating a brag list isn’t about feeding your ego. It’s about reminding yourself of the hard work you’ve put in and acknowledging that you belong because of your talents.
Nandu Koripally (front) and Lulu Yao work with a structural supercapacitor developed by UC San Diego engineers.David Baillot/UC San Diego Jacobs School of Engineering
Open Doors That Are Closed to You
If a door isn’t open to you, it doesn’t mean you don’t belong on the other side. I’m often surprised by how much women miss out on simply because we don’t ask about the opportunities that interest us. If you think you’re capable of an opportunity, clearly express interest to your manager.
When you approach them, explain the type of opportunity you seek, such as leading a project or transitioning to a new role. Then highlight your strengths by connecting your request to your previous successes. This shows that you’ve delivered in the past and are ready for the next step. Identifying where you can add value will also make your request more compelling. If you see a gap or area for improvement, frame your request around how you can help the team or organization.
If the opportunity isn’t immediately available, ask for feedback on your readiness and how to prepare for future opportunities. This shows you’re eager to learn and improve. Follow up regularly to express your continued interest as well.
Paula Kirya, a mechanical engineering graduate student at UC San Diego, studies light-manipulating micro- and nanostructures on Morpho butterfly wings to assess the level of fibrosis in cancer biopsy samples.David Baillot/UC San Diego Jacobs School of Engineering
Practice Authentic Leadership
As women, we often possess leadership traits that differ from what’s expected of men. These are shaped by societal expectations, cultural influences, and workplace dynamics that historically defined leadership in a particular way. The traits that are often associated with women can be viewed negatively in leadership due to gender biases.
I’ve worked with many highly empathetic women who would make excellent leaders. However, they may be perceived as weak because traditional leadership norms prioritize assertiveness and authority over emotional intelligence. Traits like fostering relationships shouldn’t be seen as weaknesses simply because they don’t fit traditional leadership molds. Rather, these qualities can bring a different approach to leadership.
It can be helpful to create a Venn diagram highlighting your strengths, improvement areas, and the overlap between them. This process may reveal characteristics that aren’t necessarily flaws but, when harnessed effectively, can become strengths. By recognizing these traits and being intentional in their application, you can transform them into key advantages in your leadership style.
You don’t need to conform to a specific image of what leadership should look like. Instead, practice authentic leadership by providing guidance in a way that’s true to you.
See Yourself as a Leader
My final piece of advice is a simple one: Leadership isn’t just for other people—it’s for you, too. When my manager first asked if I would like to take on a new role as the team lead, I was thrilled. But when I went home, self-doubt and anxiety clouded my excitement. The image I had of a technical leader was that of a man, and I couldn’t envision myself in that role at first. Over time, however, I changed that mental image.
Start visualizing yourself as a leader in your organization, regardless of your current position. Leadership is less about title and more about mindset. Take initiative, lead by example, and make decisions that contribute to your team’s success. When you start thinking and acting like a leader, others will also begin to see you that way.
Navigating the tech industry as a woman can be challenging, but it’s important to recognize and embrace your value. By confidently negotiating compensation, attributing your success to your skills, asking about new opportunities, embracing authentic leadership, and seeing yourself as a leader, you can carve out your space in the engineering world. These strategies will not only empower you, but contribute to a more inclusive and diverse tech industry.
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